(TIỂU LUẬN) ESSAY ON HUMAN RESOURCES COURSE SUBJECT roles of HR manager in motivating employees

TRƯỜNG ĐẠI HỌC KINH TẾ QUỐC DÂN -*** - ESSAY ON HUMAN RESOURCES COURSE SUBJECT: Roles of HR manager in motivating employees Name : Dang Ho Nhat Minh Student ID: 11193382 Class: Human Resources Management 61 Supervisor: Mr Nguyen Huy Trung Hanoi, 2022 CONTENTS INTRODUCTION………………………………………………………………… Reasons for choosing topic:…………………… ……………………… ……… Objectives of the study:…………………………………………………….… …… Research methods:………………………………………………………… … … Outline of topic :…………………………………………………………………… Chapter1: Theoretical basis for motivating employees………………………… Chapter2: Some theories of motivation…………………………………………………………………………… Chapter 3: Risk Analysis of De-Motivated Employees in Organizations ……… 14 Chapter 4: HR manager responsibilities and duties of HR manager in motivating employees.……………………………………………………………………… 17 Chapter 5: Difficulties encountered when motivating employees………………………………………………………….……………… 25 Chapter 6:Solutions ………………………………………………………… 31 Conclusion………………………………………………………………………… 35 Preferences………………………………………………………………………… 36 Introduction Topic: Roles of HR manager in motivating employees Reasons for chosing topic: The Human Resources sector has a very strategic role in organizations Through their activities, motivation can be encouraged and in such, increase the quality of life-work balance for their employees In the same way, the organizational climate can improve and directly impact productivity The HR manager must understand that motivation is directly related to the improvement of individual performance This is how you will be able to work on this aspect in a strategic way to leverage the results wished for by the organization How to this? The answer lies in an action that promotes and protects the potential of individuals The purpose is to encourage creativity, self-confidence, autonomy and initiative essential characteristics to meet the internal demands and streamline the productive flow for work performance HR must also enable professionals to interact dynamically with productive and personal processes, always considering their skills, qualities and personalities Thus, teamwork is encouraged so that the team builds strategies of principles, means and ends to achieve organizational goals All these actions must be guided by the mission, vision and values of the company, because it is from them that HR policies will be aligned with organizational strategies However, human capital should never be overlooked, because it is the main asset of the company A positive work culture and a good organizational climate helps bring effective results to a company Using this strategy, it’s possible to increase employee productivity and engagement, as well as create an environment conducive to innovation However, these benefits are only achieved with employee motivation and performance Realizing that importance, I decided to choose the above topic to study Objectives of the study: • Understanding motivational theories • Understand the importance of motivation in work • The importance of HR in the collective and in the company • HR manager responsibilities and duties and the involvement of HR manager in motivating employees Research methods : • Sources of data : secondary data ( the internet ) • Methods of collecting data : mostly available in the internet Outline of topic : • Chapter1: Theoretical basis for motivating employees • Chapter2: Some theories of motivation • Chapter 3: Risk Analysis of De-Motivated Employees in Organizations • Chapter 4: HR manager responsibilities and duties of HR manager in motivating employees • Chapter 5: Difficulties encountered when motivating employees • Chapter 6: Solutions • Chapter 7: Conclusion and Preferences Chapter 1:  Theoretical basis for motivating employees Motivation Theories Motivation is a state of mind, filled with energy and enthusiasm, which drives a person to work in a certain way to achieve desired goals Motivation is a force that pushes people to work with a high level of commitment and focus, even if things are going against them Motivation translates into a certain kind of human behavior.  In short, motivation is the driving force behind human actions There are many different forces that guide and direct our motivations It is important to ensure that every team member in an organization is motivated and meets project management bottomline Various psychologists have studied human behavior and have formalized their findings in the form of various motivational theories These motivational theories provide insights into the way people behave and what motivates them.   Motivation theory is a way of looking at the motivation of a person and how this influences their behavior, whether for personal or professional reasons It's important to every aspect of society but is especially relevant to business and management Motivation is the key to more profitable employees, as a motivated employee is more productive Importance of Motivation in the Workplace Motivation can emanate from with an employee with a passion and desire to work and produce results This kind of motivation is self-driven by an employee in order to elevate his feelings to accomplish However, in extrinsic motivation, an external factor such as a reward is used to boost the employee’s moral and desire to work As is a normal case, employees work in exchange for compensation for their hard labour but how far they go depends on how motivated they are According to Perry and Hondeghem (1999), the individuals desire to perform, and provide services to customers, with the mandate to good is enough factor to motivate Performance at work is related to the employees pay of which the employee may not have control of that reward as it is external Apart from rewards, there are other factors that are external such as promotion at work, security of the job, salary increment that may give meaning to employees motivation Therefore, for organizations to continue existing and retaining its workforce, they must keep on working on strategies that can help in motivating its employees Motivated employees have a sense of belonging and loyalty to the organization and always work hard to be associated with the results of their labour Motivation have effect on employees as individuals to achieve and as well as ability to be innovative because they believe in themselves which will benefit the organization to succeed (Yang Jie, 2010) A motivated worker is easy to be retained hence saving the organization finances of replacing workers, also it encourages workers to always achieve more on daily productions as they are having a sense of security of their work Management will have time to attend to other important issues because their motivated workforce can build teams that can help with the supervision and production of work Chapter 2: Some theories of motivation Motivation is a huge field of study. Psychologists have proposed many different theories of motivation Some of the most famous motivational theories include the following:  Maslow’s Theory of Hierarchical Needs  Hertzberg’s two-factor Theory McClelland’s Theory of Needs  Vroom’s Theory of Expectancy McGregor’s Theory X and theory Y  Alderfer’s ERG Theory I Maslow’s Theory of Hierarchical Needs  Abraham Maslow postulated that a person will be motivated when all his needs are fulfilled. People not work for security or money, but they work to contribute and to use their skills He demonstrated this by creating a pyramid to show how people are motivated and mentioned that ONE CANNOT ASCEND TO THE NEXT LEVEL UNLESS LOWER-LEVEL NEEDS ARE FULFILLED The lowest level needs in the pyramid are basic needs and unless these lower-level needs are satisfied people not look at working toward satisfying the upper-level needs.   Below is the hierarchy of needs:  • Physiological needs: are basic needs for survival such as air, sleep, food, water, clothing, sex, and shelter.  • Safety needs: Protection from threats, deprivation, and other dangers (e.g., health, secure employment, and property)  • Social (belongingness and love) needs: The need for association, affiliation, friendship, and so on.  • Self-esteem needs:  The need for respect and recognition.  • Self-actualization needs:  The opportunity for personal development, learning, and fun/creative/challenging work  Self-actualization is the highest-level need to which a human being can aspire.  The leader will have to understand at what level the team members are currently, and seek out to help them to satisfy those specific needs and accordingly work to help fulfil those needs. This will help the team members perform better and move ahead with the project Also, as their needs get fulfilled, the team members will start performing, till the time they start thinking of fulfilling the next upper level of need as mentioned in the pyramid.  Hertzberg’s two-factor Theory One of the first and best-known content theories to describe why people have dissimilar needs at diverse times is Abraham Maslow’s needs hierarchy theory discovered in the late 1943 and formulated in 1954 He revealed five basic classes of human needs and positioned them in a hierarchy (Burtin K, 2012, Robins & Coulter 2012, Armstrong 2009, Luthans & Doh 2009 and McShane 2000) Maslow hypothesized that everybody has five basic needs that create a need hierarchy In ascending order, starting with the simplest needs such as: Physiological needs – like water, food, sex, clothing, and shelter Maslow opposed that an individual’s determination to fulfill these biological needs is bigger than the ambition to satisfy any other type of need In the context of work motivation, these physiological needs often are satisfied through the wages and salaries paid by the organization Safety needs - are wishes for security (i.e protection from physical and emotional harm), as well as assurance that physical needs will be met (stability), and absence of pain Organizations usually support personnel to satisfy these needs through safety programs and equipment and by providing security through medical insurance, unemployment and retirement plans, and related benefits Social needs - a person’s need for affection, belongingness, acceptance, and friendship This want for “belongingness” frequently is contented on the job over social collaboration within work groups in which people give and receive friendship Social needs can be satisfied not only in officially dispensed work groups but also informal groups Esteem needs are desires for power and status Individual need to feel vital and get recognition from others More importantly, receives promotions, awards, and feedback from the boss that will lead to self-confidence, prestige, and self-important; and Self-actualization needs - which represents the need for self-fulfillment – a sense that the person’s potential has been achieved In an organization, an individual may attain selfactualization not over promotion but in its place by mastering his or her environment and setting and achieving goals (Robins & Coulter 2012, Luthans & Doh 2009 and McShane 2000) However, Maslow’s 1954 model does not take account of “money”, which suggest that he does not consider the need for money is essential In practice all the same, ‘money plays a part at every level of the model, which helps us recognize how monetary reward functions as a means to an end, rather than an end in itself’ (Mead & Andrews 2009) McClelland’s Theory of Needs  McClelland affirms that we all have three motivating drivers, which not depend on our gender or age One of these drives will be dominant in our behaviour The dominant drive depends on our life experiences.   The three motivators are:  • Achievement: a need to accomplish and demonstrate own competence. People with a high need for achievement prefer tasks that provide for personal responsibility and results based on their own efforts  They also prefer quick acknowledgment of their progress.  • Affiliation: a need for love, belonging and social acceptance. People with a high need for affiliation are motivated by being liked and accepted by others  They tend to participate in social gatherings and may be uncomfortable with conflict.  • Power: a need for controlling own work or the work of others People with a high need for power desire situations in which they exercise power and influence over others  They aspire for positions with status and authority and tend to be more concerned about their level of influence than about effective work performance He observed that diverse persons have dissimilar stages of these needs A number of them ‘have a greater need for achievement, others a stronger need for affiliation, and still others a stronger need for power Whereas one need may be central, though, this does not mean that the others are nonexistent’ According to McClelland, these three needs might be given ‘different priorities at different levels of management’ Moreover, Achievement needs are mainly vital for achievement ‘in many junior and middle management jobs where it is possible to feel directly responsibility for task accomplishment’ However ‘in senior management positions a concern for institutionalized as opposed to personal power becomes more important’ Therefore, a strong need for attachment is not so important at any level Vroom’s Theory of Expectancy Vroom V.H (1964, Stráníková 2008, William 2010 and Egbu n.d) formulated the Expectancy theory The theory endeavor to study the process of motivation In order to progress with the study, Vroom uses three variables: “Valence” “expectancy” and “instrumentality” Valence is the measure of an individual’s desire for certain results and stands for value It may be positive (desired outcome) or negative (unattractive outcome) Expectancy is the belief that the output will lead towards expected performance Instrumentality is the credence that after meeting the anticipated performance, the desired reward will be received According to Vroom’s formula, if one of these three variables is zero, motivation is absent: Motivation = f (Valence x Expectancy x Instrumentality) As valency stands for value, instrumentality the belief that one action will lead to another, and expectancy is the likelihood that action or effort will lead to an outcome As a result, the ‘strength of expectations’ may perhaps base on ‘past experiences (reinforcement), but individuals are frequently presented with new situations – a change in job, payment system, or working conditions imposed by management In these circumstances, motivation may be reduced Motivation is only likely when a clearly perceived and usable relationship exists between performance and outcome, and the outcome is seen as a means of satisfying needs’ The key support of this theory is that it takes a complete view of the motivational process and point out that individuals will only act when they have a realistic expectancy that their behaviour will lead to the desired outcome (Armstrong 2009, Egbu n.d) Bose (2004) elaborated on Vroom’s theory which, clarifies the relationship between employee and organizational goals and; at the same time recognizes the differences between work and motivation Besides, this theory is consistent with the awareness that a manager’s job is to design the supporting environment for performance to take place by taking into account the various situations So Vroom’s theory is to a certain extent consistent with ‘management by objectives’ model Schwind et al (2005) narrated a true story that serves as a good example of how the expectancy theory can be operationalized through the concept of ‘management by objectives’: *A bank manager needs to hire a teller She interviews many applicants and decides on one who has the necessary abilities, skills, and traits She gives the teller a through briefing on what will be expected of him, and explains how his performance will be measured The teller also receives a job description that explains all the tasks he is expected to fulfill, complete with performance standards, priorities, and accountabilities (role clarity) 18 Monitoring Role: HR manager acts as regulator/monitor to ensure, that HR policies, procedures, programmes, so formulated are monitored effectively to meet the objectives III.Role of HR Manager – Roles and Responsibilities It is important for the HR manager to place his role on the same lines as that of the organization Within this environment, the HR professional has to be a strategic partner, an employee advocate, and a change mentor to be able to survive the changing environment Depending on the size of the organization, an HR manager has the responsibility of looking at all the functions that deal with the needs and activities essential for people management Some of roles and responsibilities are as follows: Recruiting and hiring – It is a process of discovering sources of manpower and employing effective measures for attracting that manpower in adequate numbers to facilitate the selection of an efficient working force in an organization Training and development – These processes help in enhancing and enabling the capacities of people to build their strengths and confidence in order for them to deliver more effectively Competency development – Competency is a cluster of related knowledge, skills, and attitude that affect a major part of one’s job It can be improved by means of training and development Organization development – It is an organization-wide effort to increase its effectiveness and viability and move towards growth Communication – It is an activity that involves conveying meaningful information At all times, the HR must convey all relevant information to the employees Performance management – It focuses on improving the performance of the organization, employees, and various other services Employee relations – This is a concept that works towards bettering the relations among the employees, as well as between the employee and the management Coaching, mentoring, and counselling – It is a practice of supporting an individual and helping him overcome all his issues in order to perform better Policy recommendation – Policy recommendations help to streamline management practices and reduce employee grievances For example, a manager who 21 is more than 35 years and, who possesses a minimum experience of years, is entitled to receive the benefits stated in the company’s administrative manual 10 Wages, salary, and compensation benefits – These benefits are provided to the employees to keep them motivated towards their work and the organization 11 Talent management and employee engagement – It is a management concept that works towards retaining the talent by engaging the person in a way which would further the organization’s interest 12 Leadership development – This activity refers to enhancing the quality and efficiency of a leader in an organization 13 Team building – It focuses on bringing out the best in a team to ensure development of an organization, and the ability to work together closely to achieve goals 14 Networking and partnering – It is also important to build relations with the external stakeholders, including the customers and suppliers for better business Role of HR Manager – Main Roles: As Business Partner, Employee Advocate and Counsellor IV.What is the role of HR in employee motivation and performance? As a manager in a company, one of your primary responsibilities is to motivate your employees to their best work There is no disputing the importance of employee motivation; those who feel positive about their jobs are more engaged, a feeling which often makes them more productive A manager who tries to coerce employees to “work harder” is lucky to achieve even short-term results But one who can motivate employees can see his business goals fulfilled – proving that there is direct relationship between leadership and motivation The Human Resources sector has a very strategic role in organizations Through their activities, motivation can be encouraged and in such, increase the quality of life-work balance for their employees In the same way, the organizational climate can improve and directly impact productivity 22 The HR manager must understand that motivation is directly related to the improvement of individual performance This is how you will be able to work on this aspect in a strategic way to leverage the results wished for by the organization How to this? The answer lies in an action that promotes and protects the potential of individuals The purpose is to encourage creativity, self-confidence, autonomy and initiative essential characteristics to meet the internal demands and streamline the productive flow for work performance HR must also enable professionals to interact dynamically with productive and personal processes, always considering their skills, qualities and personalities Thus, teamwork is encouraged so that the team builds strategies of principles, means and ends to achieve organizational goals All these actions must be guided by the mission, vision and values of the company, because it is from them that HR policies will be aligned with organizational strategies However, human capital should never be overlooked, because it is the main asset of the company Understand What Motivates Each Employee First, managers must take the time to learn what motivates their employees, America's Job Exchange says Assuming that everyone can be motivated by the same incentive is a mistake because people are different Some are motivated by money and benefits; some are motivated by praise; and others are motivated by work-life balance concessions More employees than you think may be motivated by the so-called “silent incentive”: Job security, which many people don't like discussing openly but value highly The first step in motivating employees in management is assessing each employee's work responsibilities and underlying motivations An employee analysis requires you to meet with each employee individually to discuss their work-related goals Most employees appreciate a manager's sincere interest in their lives Chapter : Difficulties encountered when motivating employees I overview 23 Since the emergence of globalization the need to motivate employees has become prominent in management agendas Managers nowadays are face with the challenge of getting ‘highly performing’ employees in order to meet organizational goals It is no doubt that organizations are motivating their employees to get them to what they want them to in order to gain competitive advantage over their competitors in the market Studies have showed that highly motivated employees that are productive and creative/innovative can lead the organization to success through the achievement of its desired results Therefore, organization continued success will be largely dependent on its ‘motivated employees’ As motivation is the self-directed behavior of a person to what will get him the desired result (felt need) Thus, a highly motivated individual can always work assiduously to meet his/her performance objectives set by the company And can sometimes go the extra – mile to surpass his/her target For that reason, HR managers should endeavors to provide the enabling environment that will allow employees to make use of their expertise This practice might influence employees to performance well and thereby minimize cost and maximize profit Since managing performance is a way of investigating what type of skills, attitude and knowledge that employee needs to achieve the company goals For a greater understanding of motivation and performance many theories have forwarded to explain the concept of motivation and performance management such as: Maslow’s hierarchy of needs which, discovered five elementary level of human needs and placed them in a chain of command such as Physiological needs, Safety needs, Social needs, Esteem needs and Self-actualization needs This theory explains how people are motivated from the lower needs to the upper needs Therefore, a satisfaction of one need leads to the motive to satisfy another need and so on This process Maslow term as the ‘satisfaction progression processes’ However, Maslow theory was unable to foretell employee needs and did not focus his theory on monetary desire Nevertheless, Alderfer’s ERG theory, tries to address the problem of moving from one satisfier to another For Alderfer when the upper need is not satisfied (although the individual may be frustrated which, Alderfer referred to as ‘the frustration regression processes’) the person can rescind to the lower need and continues to enjoy the previous motivation That is why he grouped his human needs 24 into three broad categories such as: existence, relatedness, and growth in order to cow the difficulties of Maslow needs hierarchy However, Herzberg’s motivator hygiene theory is the opposite of Maslow and Alderfer theories that state that self-actualization or growth is the main basis of motivation in the job For Herzberg it is not true because; satisfying one need does not mean that there is no dissatisfiers on that need For instance, the improvement on the hygiene factors may reduce dissatisfaction but, not increase satisfaction The twofactor model of satisfiers and dissatisfiers was established by Herzberg et al (1957) The model emanating from a study piloted to be acquainted with the bases of job satisfaction and dissatisfaction of accountants and engineers It is expected that people can express satisfaction or dissatisfaction on a job depending on the conditions embedded in the job On Vroom’s expectancy theory, he uses three variables: “Valence”,” expectancy” and “instrumentality” Valence quantify the person’s needs based on the result produce The outcome may be positive (anticipated outcome) or negative (unpleasant outcome) Expectancy is the conviction that the productivity of the worker can lead to the direction of predictable performance whilst; instrumentality is the belief that after meeting your target you then get the expected reward Moreover, Vroom expectancy theory focuses mainly on the fulfillment of individual expectation in terms of performance delivery and the reward that follows In addition, employee knows what the employer’s expectations is in relation to the job and what his/her’s own expectation is in terms of reward for a job well done Therefore, this theory reward for hard work and accomplishment in order to increase motivation Moreover, reward is linked with performance and the attractiveness of the reward can ignite the employee to go the extra- mile to deliver For intrinsic and extrinsic they explain how an individual can be motivated by forces within or forces outside Thus, intrinsic factors consist of the want for accomplishment and the chance to motivating work (self – actualization) whilst; extrinsic factors take account of ‘needs for food, shelter and money’ However, this theory is to remind the managers that their job is to design the enabling environment that will promote/facilitate performance by taking into account different situations 25 On the other hand, McClelland beliefs that learned needs can also be a source of motivation through the reinforcement of that behavior in dealing with teams or subordinates in accomplishing a task McClelland’s theory of learned needs studied three secondary needs that can motivate people such as: need for achievement, need for affiliation and need for power He observed that different people have unrelated phases of needs Some people ‘have a greater need for achievement, while others a stronger need for affiliation, and others a stronger need for power’ According to McClelland, these three needs might be given ‘different priorities at different levels of management’ He further pointed out that ‘achievement needs’ are mainly applicable ‘in many junior and middle management jobs, where direct responsibility is being noticed for job achievement as oppose to senior management positions McGregor’s theories x and y discovered two strikingly opposite sets of anticipations held by managers about their employees – in theory x managers assumed that the ordinary workers have little willpower, dislikes work and desires to avoid responsibility and cannot be trusted whilst, theory y emphasizes that people have selfdirection in meeting objectives that they are committed to Because of these perceptions, managers set targets for employees and use performance management practices to keep them committed on the job Thus, the emergence of theory Z (i.e a combination of theories X and Y) by Ouchi was necessary in the management of the opposite sets of employees II Motivational problems Motivational problems can lead to performance issues that cost a business thousands of dollars in losses each year A lack of motivation can lead to delays in the employee's completion of work and simple but expensive mistakes Unfortunately, several issues may sap an employee’s motivation and leave him unproductive and a minor contributor to the bottom line Poor Leadership Structure When no one appears to be in charge, or worse, everyone thinks they're in charge, it can be hard to perform at peak levels A lack of hierarchy or direct reporting structure leads to confusion, resentment and an overall lack of direction Employees are 26 demotivated because their objectives are unclear, and therefore, difficult to work toward Here are some issues that contribute to this employee motivation problem: • Unclear or nonexistent job descriptions • No clear chain of command • Disorganized directives • Hazy goals and objectives The employee motivation problem can be solved by writing detailed job descriptions, creating an internal organizational chart and setting clear organizational goals, both individually and by the department Lack of Challenging Work Employees who are bored are typically unmotivated They may not take an interest in tasks they consider mundane or may perform poorly at the work they attempt Some reasons for this motivational problem include: • Inappropriate hires • Not taking advantage of an employee's skill set • Lack of professional development opportunities • Failure to promote from within This issue can be addressed on several fronts, including the interviewing stage, when you should strive to ensure the person you hire is a good match for the job Once someone is in their position, provide proper training and the tools the individual needs to their job effectively If they appear to master tasks quickly or don't show an interest, consider cross-training, mentoring, job-shadowing or even a different position that better utilizes their talents Workplace Conflict When employees are at odds with one another, or with management, it's not only demotivating, it's also unproductive and could lead to a toxic work environment Signs of workplace conflict include: • Bickering and open disagreement • Open sabotage of the work product • Gossip and clique formation • Constant complaints to human resources 27 Resolve workplace conflict by setting clear directives about the types of behavior that will not be tolerated, and taking action accordingly Address conflict as it arises and set in place a mediation approach to ensure employees have the ability to work out their differences in a professional setting Lack of Confidence in the Company If employees don't feel the company is "going anywhere," or perceive the business is mismanaged to the point of potential job loss, this feeling of insecurity can manifest as poor motivation Signs of this lack of confidence may be demonstrated in the following ways: • Disinterest in long-term projects.  • Unwillingness to cross-train or develop professionally • High turnover as people search for new jobs • Poor quality of the work product This issue can be addressed by sharing corporate objectives with staffers Develop a strategic long-term business plan and solicit employee feedback Demonstrate how their roles will be augmented with teamwork and growth to get buy-in about the company's future If gossip develops about closure, mergers or other altering factors, communicate sooner rather than later so staffers feel you are being upfront about the company's future 5.No One-on-One Attention Regardless of the company's size, employees need regular feedback to be motivated to their jobs properly, and well Some things that might make a staffer feel left out in the cold include: • No regular performance evaluations • Irregular one-on-one management meetings • Lack of personal goal-setting • The absence of regular feedback Resolve this potential motivation issue by regularly scheduling brief private appointments with staffers to touch base on both work and professional development 28 issues Hold regular employee performance reviews, annually or bi-annually, and in these discussions, set specific goals and objectives Employee motivation is directly tied to productivity and operational success If you are concerned about whether your staffers are motivated, invite them to share their feelings on the subject via a focus group, employee committee or survey You will generate a lot of feedback you can use to your advantage, as well as reassure employees their input is valued Chapter 6:Solutions Employees are the most essential aspect of any successful business The happier your employees are at work, the more efficient your business flow will be — it’s as simple as that However, in order for employees to be good at what they do, they need to be motivated, engaged, productive and effective at work In most cases, a company culture and environment where employees can feel comfortable and relaxed does the job But what happens when the overall employee motivation start to decline even with good conditions in place? That’s where human resources managers come into play HR managers are responsible for measuring and maintaining the positive mood company-wide and are arbiters between employees and upper management, especially in larger organizations This job isn’t as easy as it may sound, but with a bit of effort and dedication, every organization can have happy employees Here are a few things HR managers can use to motivate employees So, What HR managers can to increase employee motivation I,Here are some solutions: 1.Communication is the Key As an HR manager, you know the best that your employees are an important part of the company and that they are not disposable You can’t simply distance yourself from your workers Instead, you have to keep open communication with them and, more importantly, to be transparent when communicating 29 If they know that they can openly talk to you and share any of their problems, issues, and even successes, that you will be there for them as a company to help or reward They need to know that you appreciate them and that you care about their personal reasons why they are here in the first place Those personal reasons are what motivates them to work harder, so make sure to openly talk about all that and show support 2.Give Them Purpose Finding a purpose in life is a lot harder than finding a purpose at work! If you give your employees a purpose, it will be easier to motivate them and they will become more successful With a clear purpose, they will easily understand the company’s vision and they will be more eager to execute their tasks and bring happiness to everyone Also, the purpose helps them fit in the whole picture, and once they understand the bigger picture their goal and goal of the company will become the same and they will work harder 3.Show Them That You Care Showing that you care as a company and that you appreciate their work stands high in the employee’s need for motivation There are dozens of ways you can show that you care, you just have to find the right fit for your employees Some people appreciate a written or verbal “thank you” as a sign of recognition and appreciation Some of them will prefer rewards such as money or even gifts You just have to decide how you’re going to treat them, but make sure to treat them differently You can even have some special occasions of showing that you care and even be funny about it Have parties and prepare some small gifts for your employees For example, you can get them necklaces for best friends and show that your company wants to be friends with them and that you care about their work Other ways of showing that you care include some new job opportunities, promotions, praise and anything else you can think of 30 4.Emphasise the Work-Life Balance It is a fact that everyone has a hard time finding the perfect balance between a job and personal life However, as an HR manager, you can help your employees live happier lives at home and at work at the same time You know the best that everyone needs some time off from time to time to take a break and reconnect with their friends and family, so make sure to provide that for them Besides the usual vacation days, you can sometimes reward them with some extra days off based on their performance Also, you can provide flexible working hours, so someone can come later or earlier in the office if they have other things to take care of With these small things, you can really help someone organize their day and have some time to unwind which will only result in more focus at work and better motivation 5.Involve Them into Decision Making Since your employees are already part of your organization, don’t be surprised at how valuable their insights might be They work on your products and services and they certainly have a unique perspective on how you can improve those and what can be changed So, don’t exclude them from decision making Besides getting a unique and expert perspective from your employees, if you involve them in making decisions for the company you will allow them to participate in the whole process This will boost their motivation and productivity, since you’re showing them that they are important and valuable assets No company should think of their employees as disposable and replaceable Your job as an HR manager is to notice how valuable they are and how you can both benefit from this relationship As soon as you show them that they are here for a reason and that you care, they will be motivated to work harder and they will certainly be much happier to come to the office every day 31 II,Some additional responsibilities of HR Besides, some HR also need to be responsible to help employees keep their enthusiasm and passion for work: 1.Understand What Motivates Each Employee First, managers must take the time to learn what motivates their employees, America's Job Exchange says Assuming that everyone can be motivated by the same incentive is a mistake because people are different Some are motivated by money and benefits; some are motivated by praise; and others are motivated by work-life balance concessions More employees than you think may be motivated by the so-called “silent incentive”: Job security, which many people don't like discussing openly but value highly The first step in motivating employees in management is assessing each employee's work responsibilities and underlying motivations An employee analysis requires you to meet with each employee individually to discuss their work-related goals Most employees appreciate a manager's sincere interest in their lives Combine Work Goals with Employee Goals As a manager, you can motivate your employees by making sure your work goals align with their work goals This requires strategic planning and communication because you must let your employees know exactly what you expect from them If they not have standards and goals that match yours, you will feel frustrated by their lack of efficiency and they will feel frustrated by their failed efforts to please you Misunderstanding of goals leads to disappointment and failure – the opposite of the motivating forces you are striving to create Forging this crucial symmetry can help employees approach their work with what Marketing 91 calls “full dedication.” 3.Lead by Example and Be Fair 32 One of the best things you can as a manager to motivate your employees is to lead by example If you are lazy, prone to procrastination or allow your temper to flare, you will likely see the relationship between leadership (or the lack of it) and motivation play out before your very eyes In other words, you will probably see the same behavior from your employees If you want to motivate your employees to pursue excellence in their job responsibilities, behave how you would like them to behave Speak kindly, show respect and give praise when and where it is due Fairness is an important motivating factor in the workplace, too You must create a fair system of incentives, rewards and benefits that encourages employees to work hard As the boss, you can never show favoritism Incorporate fair compensation programs, employee performance evaluations and consistent policies into your workplace You must establish an equitable and consistent work environment so that you're never accused of playing favorites 4.Reap the Payoff The importance of employee motivation regularly surfaces in workplace surveys, including those conducted by Gallup. Forbes reports that only 20 percent of employees agree that their “performance is managed in a way that motivates them to outstanding work.” This leaves a lot of room for improvement On the other hand, if you're reasonably happy with the level of motivation your employees demonstrate, then you should continue doing whatever you're doing As 6q points out, the benefits of motivated employees for an organization include: • Greater employee satisfaction • Deeper employee commitment • Better employee efficiency These aren't just “one-off” results; with your steady commitment to the importance of employee motivation, they should become a long-term sense of pride in the people who help you keep your company running 33 Conclusion HR has a very important role in the operation, maintenance and development of the company HR takes on many roles and motivating employees is one of the key roles of HR It has great significance for the development and existence of the company HR is responsible for optimizing the work productivity of each employee to promote the company to bring in more revenue, moreover, they also have a great meaning to motivate their employees A good HR will have many hard-working and productive employees, creating a premise for organizational development 34 Preferences - August 2019 :Budapest International Research and Critics Institute (BIRCI-Journal) Humanities and Social Sciences 2(3):183-194 DELI by Hassan Elsan Mansaray - OCTOBER 18, 2019: What is the role of HR in employee motivation and performance by Deli Matsuo - January 25, 2018 What HR managers can to increase employee motivation by AGILE HR - International Journal of Innovation and Economic Development Volume 3, Issue 3, August 2017, Pages 44-51 35 ... running 33 Conclusion HR has a very important role in the operation, maintenance and development of the company HR takes on many roles and motivating employees is one of the key roles of HR It has... Introduction Topic: Roles of HR manager in motivating employees Reasons for chosing topic: The Human Resources sector has a very strategic role in organizations Through their activities, motivation... level of commitment and focus, even if things are going against them Motivation translates into a certain kind of human behavior.  In short, motivation is the driving force behind human actions